What we seem to forget is that the hiring process is actually to hire people not to reject them. Companies should remind themselves to help out the candidate,

What we seem to forget is that the hiring process is actually to hire people not to reject them. Companies should remind themselves to help out the candidate, give them prep material, and create a safe and relaxed space if they want to see really how a person will perform in their daily job. I think that a lot of this is driven by big company ego where a high rejection rate implies a higher reputation because of course: "we only hire the best, that's why so many didn't make it" this is a total bias IMO, a sane metrics for a smooth interview process should not be based on the result of the interview solely. You should ask your self how diverse are the profile that you are able to attract, how long did they stay and how good their annual/performance review goes after 1 year, what's the feedback of their coworker and leads after 3/6 months. Getting feedback out of this and tune the interview process interactively and in a data-driven fashion, because this is what it is, a process that can and should be improved, not a sort of fetish medal to show people and (falsely) say: "Hey look how cool I am, I hire only `the best`"